As per a recent survey, the overall spending on employee training in the US is $180 billion approximately and the average employee receives about 35 hours of learning per year. The average cost to train each employee is about $1300. These numbers do suggest that organizations do care about training but the real question is still evident inspite of so much effort: DID ANYONE REALLY LEARN?

Problem Statement:

The concept of measuring the learnings based on multiple-choice questions is a thing of the past. This measures only the short-term retention of knowledge as opposed to the long-term ability to apply the knowledge. SO HOW DO WE MEASURE THE LATER?

What it does:

A system (which can be a mobile app or a web application or even a AI bot) which can evaluate the employee on the learnings primarily focusing on the following ways:

  1. Skill Assessment and Feedback: A manager’s tool to assess the learner’s skill set and performance before and after a training program. Ability to recognize and reward instantly for improvements and also collect 360 degree feedback of the employee.
  2. Mastering the subject through social collaboration: The ability to teach others is one of the highest form of mastering a subject. This feature puts learners in a position to teach others by showing how they apply concepts in their real world. This way the employees are engaged and learn from each other and also allows the training manager and the reporting manager evaluate the training effectiveness
  3. Visual proofs of real-life implementations: The system will allow the user to upload a video or audio recording and/or submit some visual proof of a task completed which he learnt from the training program. This can be validated by his peers and rated by his managers as well as trainers
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